Sample Work Versus Probational Hire

Listen to the Hiring Tip Here

Let’s start this tip off with the disclaimer that I am not an attorney, and if you have ANY questions on this, I recommend you contact your attorney and get legal advice.

I am familiar with the fact that when you hire someone, even on a probational basis, you are hiring them with the expectation they will be paid. That seems pretty straightforward, right?

To my knowledge, “sample work” is something different. You have not made a decision to hire but you would like to see how they would handle some aspect of their projected job.

Giving them sample work to do can provide you considerable insights.

Example:

You’re hiring a software programmer and you’d like to know how proficient they are technically.

Sample work:

Give them a problem to solve in the programming language you are using. Ideally, this problem has already been solved and you’ll see if 1) they can solve it on their own and 2) if they possibly can provide a better solution to what you already have.


 

Example:

You need someone to do collections.

Sample work:

Give them a list of five theoretical accounts. Each account has a name, an amount to be collected and what the status of the account is: recently due, past due 30 days, past due 60 days, etc. You will be the customer in this sample work. Have the applicant go through the process of calling you and working out getting a payment made. Could be a partial payment, could be a full payment. Give your applicant a variety of responses and see how she deals with each.


 

Example:

You need a receptionist.

Sample work:

This one seems pretty simple. Take the person through a series of calls coming in — with you making them and see how your applicant deals with each. You’ll probably need to set a few guidelines on who can be reached and what not, but you get the idea.


 

Example:

You need a salesperson.

Sample work:

Give your applicant a clear picture of what you sell, how much it costs, how it gets delivered, some of its features and benefits. Then take your applicant through several sample selling scenarios.

Some positions can give you “sample work” to carry out in the hiring interview better than other positions. But I’m thinking a considerable number of positions will give you this opportunity.

Finding out just how your applicant would handle things iF he were hired is a great tool for your hiring interview.



To see how our employee test can help you bring better people on board watch this three minute video.



If you have ever interviewed someone and later discovered a "different" person is working for you, check out our new book How To Hire The Right People.


What EXACTLY Does the Position Require?


Listen to the Hiring Tip Here

When we’re hiring for a specific position, whether it be an Office Manager, Collections Manager, Salesperson or Receptionist, we have a very good idea of what we’re looking for.

This tip is to take that “very good idea of what you’re looking for” and write down EXACTLY what you need.

For example, what exactly do you want a sales person to be and to be able to do. Again, I’m sure you have a very good idea of these things, but let’s list out some exact qualities.

You probably want your salespeople to be:

Persistent
Self starters
Very positive
Resourceful
Independent
Conscientious
Attentive to detail
Respectful
Friendly
Patient
Superb listeners
Passionate and compassionate
Excellent time managers
Able and willing to “pry”

So, that’s a pretty good list, right. And of course feel free to edit that list. Delete or add qualities as you see fit.

Now what do you do with this list of qualities you’ve put together for a given position?

You could look through the applicant’s résumé and see if any of these qualities are present.

When you speak to former employers, you could mention a few of the above qualities and ask to what degree were these present in his or her work.

And you could discuss each of these qualites directly with the applicant.

“Frank, I’m going to read off a few qualities that we consider vital for the position and I’d like you to tell me what each quality means to you, how you’ve applied them in the past and how you see yourself applying them here.”

And off you go. That should get you some good insights, right?

Build a very specific list of qualities for each of your key positions and keep them in a folder. When it’s time to hire for any of the positions, bring out the list and do your due diligence and do your best to hire someone who has most if not all of the qualities you want.

As I said, we all have a very good idea of what we’re looking for. Get a bit more organized on this point, a bit more exacting, and see if this produces a better quality hire.

I have a suspicion it will.



To see how our employee test can help you bring better people on board watch this three minute video.



If you have ever interviewed someone and later discovered a "different" person is working for you, check out our new book How To Hire The Right People.


How Would They Handle An Irate Customer?

Listen to the Hiring Tip Here

This is a great question for those applying for a position that involves regular contact with customers.

But instead of having your applicant simply answer it, why not see how they would actually handle it.

There’s nothing like a live exercise to find out how skilled someone is, right?

So, let’s set the scene:

“Sarah, you’re going to be the store manager in this live exercise. I’ll be Mary, a very upset customer who has just come over to you demanding her money back. She’s loud and you can see she’s having an effect on the other customers in the store.”

And then do your best to give a realistic display of what this irate customer might say and see how Sarah responds.

I understand each store may have their own refund policy, and if you want to briefly describe yours to Sarah to make this exercise more realistic, that’s not a bad idea.

Observing how Sarah would apply a store policy would be helpful, but the main thing you want to see in action are Sarah’s “people skills.” How does Sarah defuse this irate customer so that the other customers aren’t negatively affected AND so that Sarah feels she’s being genuinely attended to.

You could do several versions of this. I would suggest starting off by making it fairly easy for Sarah and then make tougher each time. Maybe you start crying at the end and see how Sarah deals with that.

Just suggestions, folks. The purpose here is to observe your applicant in action and handling what is likely one of the more difficult situations he or she will encounter.

You might learn more about Sarah in 10-15 minutes of this kind of live exercise than you might in hours long interviews without the live exercise.



To see how our employee test can help you bring better people on board watch this three minute video.



If you have ever interviewed someone and later discovered a "different" person is working for you, check out our new book How To Hire The Right People.


Let’s See What You Can Do!

Hiring Show and Tell
Listen to the Hiring Tip Here

This tip is similar to an earlier one, but I wanted to give it a different spin here.

Let’s give your applicant a very specific assignment and have him carry it out as part of the hiring interview.

A few examples:

Have a customer service candidate review how customers are handled from pre-sale all the way through to fulfillment and follow-up and have the candidate write up how this could be improved.

If someone is applying for the collections position, do a bit of role playing. Have the candidate go down the list and attempt to collect the amounts from you.

Sales is another great position for role playing. Describe a few different selling scenarios and have the candidate take you from start to finish of the sales process.

For some of these, you could even include a time element, say 30 or 60 minutes.

A smiling candidate with a well-rounded résumé is a good start. A candidate who performs right in front of you will take you considerably closer to hiring the right person.



To see how our employee test can help you bring better people on board watch this three minute video.



If you have ever interviewed someone and later discovered a "different" person is working for you, check out our new book How To Hire The Right People.


How Long Do You Wait For the Right Person?

the right person

Listen to the Hiring Tip Here

We all know how important it is to hire the right people.

We try to be thorough.

We go through résumés with a fine tooth comb.

We do background checks.

We talk to previous employers if we can.

We interview people once, twice and even 3-4 different times.

We use employee tests to help us learn more about the candidates.

If you’re not using any employee tests, give this three minute video a watch.

But, in the end, we’ve got to make a decision.

If we’re not certain we’ve got the right person, what do we do?

I’ve spoken with many employers and HR people over the years. They are usually working with two pressures:

  1. The pressure to get someone hired and doing the work that needs to be done.
  2. The pressure to hire the right person so that one or two months later, they’re not going through the whole process again.

So that restates the subject of this hiring tip:

How long do we hold out for the right person?

Let me state the obvious: It depends on the specific circumstances of each hire.

If the position has to be filled yesterday and its lack of being filled is adversely impacting the bottom line, then you may be in the compromise business and willing to hire someone who is “good enough.”

If you feel you have considerably more time to get the right person, then you stay at it longer.

And there are many shades of gray in between these two scenarios.

Some of us entertain concerns like:

  • “I don’t even know if the right person is out there!”
  • “I could be at this forever and not get the person I really want.”
  • “If I hire this guy and he doesn’t pan out, I’m okay on going through this entire process again. And again. And again. I’m going nuts here, I’ve got to fill this position.”

So, do I have any sage advice for you?

Well, I recall a customer who needed a front desk person hired. It was a key position. The position was responsible for handling phone reaches and walk up traffic. If the person holding this position is sharp, he converts those prospects into buyers. It was a relatively small business, so the position had to have someone really good.

This customer was using our testing service and the first two candidates were so-so, both from his point of view and from the point of view of the test results.

After he tested the third candidate, he called to tell me how much he loved this third person. He went on and on about his résumé and his experience. He was gushing. But he also knew the test scores weren’t all that great. One test in particular indicated the candidate had considerable difficulty following instructions.

I wasn’t going to tell him to hire the person or not hire the person, I just wanted to make sure he knew there was quite a red flag with the subject of following instructions.

He went quiet for awhile on the phone and I asked him what he wanted to do. He told me he wasn’t sure and we ended the phone call.

A few days later another set of tests came in. The scores were very good and my customer called to tell me he LOVED this person as well. We talked about it some and he was happy to now have a person who met his needs and also tested out well.

I asked him a bit of a self-serving question. I asked him if he were not using our testing service, would he have pulled the trigger on the third candidate?

He said he most definitely would have. But he went on to say, “Stan, there’s another piece to this. I bumped into the guy’s previous employer and all he would talk about was how much difficulty he had with the guy following instructions.”

So, I realize this story is a nice plug for our testing services, but it also makes a point. He hung in there to get the right person and he succeeded.

Sometimes you need a little help to hire the right person.

Sometimes it takes believing that person IS out there.



To see how our employee test can help you bring better people on board watch this three minute video.



If you have ever interviewed someone and later discovered a "different" person is working for you, check out our new book How To Hire The Right People.


Related Posts Plugin for WordPress, Blogger...